Extension Of Ban On Exclusivity Clauses In 2015, exclusivity clauses were made unenforceable against workers on zero-hour contracts. The government is now proposing to extend the ban on exclusivity clauses for workers whose earnings are below £123 per week (£123
Many of the businesses that join my services have no employment policies in place and whilst some have a list of what policies they would like to introduce others are fearful of the bureaucracy that written policies would introduce to their business. To work out what policies are essential for your business we need to look at the clauses within your contract of employment!
Read my Top Tips to the essential Employment Policies that every business should have, even if you only have one employee.
On 6 April 2020, the requirement for employers to provide a Section 1 Statement (in accordance with section 1 of the Employment Rights Act 1996) is changing.
Companies that employ people on zero hours contracts could be forced to pay a premium national minimum wage rate.
The Zero Hours Contract Act 2014 provides a definition of a zero hour contract and renders any clause which stops the worker working for somebody else void
When your Employee Handbook carefully spells out your employment policies misunderstandings will occur less frequently and if an employee does get confused about your expectations then resolving that confusion will be straightforward. Carefully written employment policies supported by clear guidance notes for your management team will ensure decisions are made consistently across your business.
But if your Employee Handbook is gathering dust on a shelf or in a draw in your office then your business could be at risk!
Employment legislation is constantly changing and your HR policies can easily get out of date.
Here I outline the key policies that have changed in the last few years.
The contract of employment is created when your employee agrees to work for you, even though there may be nothing in writing.
The Employment Appeal Tribunal (EAT) has held that an employer who sought to vary terms of employment by making an offer to ‘buy-out’ certain terms, did not unfairly dismiss employees who refused that offer when it dismissed and re-engaged them on terms which did not include the original buy-out offer.